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Managing individual
Management a practical introducation
| Question | Answer |
|---|---|
| Absenteeism | when an employee doesn't show up for work |
| Affective component of an attitude | consists of the feelings or emotions one has about a situation |
| Attitude | is defined as a learned predisposition toward a given object |
| Behavior | their actions and judgments |
| behavioral component of an attitude | AKA the intentional component, refers to how one intends or expects to behave toward a situation |
| Big Five personality dimensions | 1) extroversion, 2) agreeableness, 3) conscientiousness, 4) emotional stability, and 5) openness to experience |
| buffers | or administrative changes, that managers can make to reduce the stressor that lead to employee burnout |
| burnout | is a state of emotional, mental, and even physical exhaustion |
| causal attribution | is the activity of inferring causes for observed behavior |
| cognitive component of an attitude | consists of the beliefs and knowledge one has about a situation |
| cognitive dissonance | to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior |
| counterproductive work behaviors (CWB) | types of behavior that harm employees and the organization as a whole |
| employee assistance programs (EAPs) | include a host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related problems, family and marital issues, and any general problem that negatively influences job performance |
| employee engagement | an individual's involvement, satisfaction, and enthusiasm for work |
| emotional intelligence | is the ability to cope, to empathize with others, and to be self-motivated |
| fundamental attribution bias | people attribute another person's behavior to his or her personal characteristics rather than to situational factors |
| halo effect | in which we form an impression of an individual based on a single trait |
| holistic wellness program | focuses on self-responsibility, nutritional awareness, relaxation techniques, psychical fitness,and environmental awarness |
| job involvement | the extent to which an individual is immersed in his or her present job |
| job satisfaction | is the extent to which you feel positive or negative about various aspects of your work |
| learned helplessness | the debilitating lack of faith in one's ability to control one's environment |
| locus of control | indicates how much people believe they control their fate through own efforts |
| organizational behavior (OB) | to better understanding and management of people at work |
| Organizational citizenship behaviors | are those employee behaviors that are not directly part of employees' job descriptions-that exceed their work-role requirements |
| organizational commitment | reflects the extent to which an employee identifies with an organization and is committed to its goals |
| perception | is the process of interpreting and understanding one's environment |
| personality | consists of the stable psychological traits and behavioral attributes that give a person his or her identity |
| proactive personality | someone who is more apt to take initiative and persevere to influence the environment |
| Pygmalion effect | AKA self-fulfilling prophecy describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true |
| roles | are sets of behaviors that people expect of occupants of a position |
| selective perception | is the tendency to filter out information that is discomforting, that seems irrelevant, or that contradicts one's belief |
| self-efficacy | belief on one's personal ability to do a task |
| self-esteem | the extent to which people like or dislike themselves, their overall self-evaluation |
| self-fulfilling prophecy | AKA Pygmalion describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true |
| self-monitoring | is the extent to which people are able to observe their own behavior and adapt it to external situations |
| self-serving bias | people tend to take more personal responsibility for success than for failure |
| stereotyping | is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs |
| stress | is the tension people feel when they are facing or enduring extraordinary demand, constraints, or opportunities and are uncertain about their ability to handle them effectively |
| stressor | the source of stress |
| turnover | when employees leave their jobs |
| Type A behavior pattern | meaning they are involved in a chronic determined struggle to accomplish more in less time |
| values | are abstract ideals that guide one's thinking and behavior across all situations |
Created by:
blearly
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